Question 6: What roles can manager’s plays in helping their employees to use a problem - focused strategy to cope with excessive job stress? Introduction: The definition of stress is a person’s adaptive response to stimulant that places excessive psychological and physical demands on him or her. Employees stress is a growing concern for organizations today. The Stressors may be physical or psychological in nature and place an excessive demand on an individual. Job stress dynamic condition in which an individual is confronted with an opportunity, constraint, or request related to what he or she desires and for which the outcome is perceived to be both uncertain and important.
This type of organizational change can cause companies to downsize and/or lay-off employees to cut costs (Lussier & Achua, 2015) which causes leadership and employees tremendous stress. Additionally, stressful organizational situations have a large negative impact particularly in situations that involve punishment and lack of rewards (Selart, & Johansen, 2011). Stress can cause decision makers to cut corners, become more prone to incidents, abuse, and deception (Selart, & Johansen, 2011). Several studies have connected stress to memory loss due to an increase in cortisol production. Moreover, employees can often respond to stress in a negative manner, and stress is known to lead to unethical decision making (Selart, & Johansen, 2011).
Truss Construction Shop is deciding to evaluate the safety and health of their shop is by using a Program Evaluation Profile, or PEP. This form, provided by OSHA, is used to “assess employer safety and health programs in general industry workplaces” (Program, 1996). Regardless of if the accident mishap is due to personnel issues, it is exceedingly important for companies to ensure workers are operating in a safe and protective environment. OHSA’s PEP evaluates a work center full circle. It contains six elements, to include management leadership and employee participation, workplace analysis, accident and record analysis, hazard prevention and control, emergency response, and safety and health training (Program, 1996).
• consulting workers about any health and safety problems that need to encountered in doing work. • analysing record of workplace incidents, near misses and worker complaints. • Reviewing any information and advice about hazards and risks relevant to particular industry or the type of work that involve. ii. Determine risks, if necessary - understand the nature of the harm that could be caused by the hazard, how serious the harm could be and the likelihood of it happening.
To be that objective of the organization success, the management must ensure that provide the safety environment to their worker. The high productivity can be motivating the worker to perform better. Productivity contributes to value creation or added value by making continuously better use of resources to contribute to growth, innovation and employment it is not seen just as a statistical ratio. Productivity is an expression of how efficiently and effectively goods and services are being produced (EANPC, 2005). But, the productivity can be influence with the risk occur in the workplace.
Workplace health and safety is very important to a well-functioning warehouse or a manufacturing environment. It is the legal requirement and critical to the long term success of your business. It can:- Minimise injury and illness in your workplace Decreases the costs of injury and workers’ compensation
1.4.5 BENEFITS OF OSH MANAGEMENT SYSTEM Organizations devote many resources to protect the safety of the employee and provide relevant safety and health of the environment and workplace. The reason for both in the financial and business, some organization minimum requirements of the OSH laws. OSH management system show a framework for organization to develop a solution to increase the challenges will facing in the workplace, improving OSH regulations, lost working days, much citations or punish, highly diseases and injuries, increased medical claims and compensation cost, employee retention and their satisfaction (David, 2003). Traditionally, OSH management took the process of reactionary. When incidents occurred, the organization being implemented
The following are some barriers of communication that either the employers or their employees of an organization will face. In the organization, some employees may face barriers when communicate with their employers. The common examples would be emotional barriers, different in perception and viewpoint to a subject, cultural difference, early judgement and others. Employees may face difficulties when their employers are using assertive behaviour when talking to them. When this situation occurs, the information may not be delivered correctly and may cause ineffective communication in the organization.
If they keep that bad habits during their works, it will effect a more serious health problem and injuries will easier to happen. Moreover, when there is no safety hazards signs, the paper, debris, clutter and spills are not arranged properly and it became the normal condition of workplace that gives a huge risks to the workers. In this way, the top management must make a survey at the workplace regularly and pay more focus and consideration based on the rules and regulations of the workplace. As a workers, they must also report the risks or any other lacks of equipment immediately to the management and the management must take a quick actions based on the report that they received. ("5 Best Practices to Prevent Workplace Accidents",
The effects of stress can be either positive or negative. What is perceived as positive stress by one person may be perceived as negative stress by another, since everyone perceives situations differently. Stress is becoming a major illness in the work environment, and it can be debilitate employees and can be costly to employers. Managers need to identify those suffering from negative stress and implement programs as a defense against stress. These programs may reduce the impact stress has on employee’s work performance.